HR Manager

HR Manager
King Technology
Minnetonka, MN

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Position Overview:

The HR Manager is a key leadership role responsible for overseeing core HR operations, talent acquisition, learning and development, compliance, and employee engagement across the organization. This role manages the HRBP – Payroll & Benefits and two administrative team members, ensuring consistent, high-quality HR service delivery across a 90-employee, multi-state organization.

Reporting to the Senior Director, HR, the HR Manager serves as a trusted partner to leaders and employees and plays a vital role in supporting organizational growth while protecting and strengthening a culture grounded in faith, family, and work. This position balances strategic contribution with hands-on execution and is expected to remain actively involved in day-to-day HR operations while continuously improving systems, processes, and programs to ensure scalability, compliance, and excellence.

Key Responsibilities

1. HR Leadership & Team Management

• Lead, coach, and develop the HRBP – Payroll & Benefits and two administrative team members.
• Establish priorities, set quarterly “rocks”, and ensure accountability across the HR team.
• Foster a collaborative, service-oriented HR team that reflects the organization’s values and commitment to excellence.
• Serve as the primary owner of day-to-day HR operations and employee relations matters, escalating complex, high-risk, or sensitive issues to the Senior Director, HR as appropriate.
• Partner closely with the Senior Director, HR on complex employee relations, investigations, and operational HR matters.
• Exercise sound judgment and discretion in confidential and sensitive situations.

2. Culture, Values & Employee Experience

• Champion a people-first culture rooted in faith, family, and work, ensuring these principles are reflected in HR programs, policies, and daily practices in an inclusive, respectful, and legally compliant manner.
• Act as a trusted HR partner to leaders and employees, supporting employee relations, engagement, and performance management, and conflict resolution.
• Oversee and contribute to the King’s Vision Team, supporting initiatives that reinforce organizational culture and values.
• Support internal communications, recognition programs, and community involvement efforts that strengthen connection and engagement.
• Model and foster the organization’s core values by:
• Reflect Integrity in decision-making and confidentiality
• Sparkle with Excellence through high standards and continuous improvement
• Create Good Chemistry with People by building trust and strong relationships
• Being Ruled by the Golden Rule through fairness and respect
• Being Immersed in Courage by addressing challenges directly and thoughtfully
• Fostering Servant Leadership by supporting, developing, and empowering others

3. Talent Acquisition & Workforce Planning

• Own and lead full cycle recruiting strategy and execution for all non-executive roles across the organization.
• Develop and execute recruiting strategies aligned with organizational goals, workforce needs, and culture fit.
• Partner with hiring managers to clarify role requirements, guide selection decisions, and ensure a consistent, value-aligned hiring experience.
• Delegate administrative and coordination tasks appropriately while maintaining ownership of recruiting outcomes.
• Continuously assess and improve recruiting processes, tools, and candidate experience.
• Oversee onboarding for new team members, ensuring they are set up for success with structured 30-60-90-day plans and cultural integration.

4. Learning & Development

• Oversee Learning Management Administration (LMA), ensuring required compliance training and role-based learning are completed accurately and on time.
• Balance hands-on LMA administration with the strategic development of scalable learning and development initiatives.
• Partner with leaders to identify development needs, create individual and team development plans, and support leadership growth.
• Ensure onboarding programs effectively integrate new employees into their roles, the organization’s culture, and core values.

5. HR Operations, Compliance & Systems

• Ensure HR policies, practices, and programs comply with federal, state, and local employment laws across multiple states.
• Proactively identify and mitigate HR-related risks, including compliance gaps, process failures, and data integrity issues.
• Oversee accurate maintenance of HR records, reporting, and documentation.
• Provide leadership and oversight for HRIS administration (UKG preferred), including system optimization, data integrity, reporting, and process improvement.
• Leverage technology, automation, and AI-enabled tools to improve HR efficiency consistency, and scalability.
• Support HR process discipline within an EOS (Entrepreneurial Operating System) environment.

6. Compensation, Benefits & Payroll Oversight

• Partner with the Senior Director, HR to support compensation, benefits strategy development and special projects.
• Provide leadership oversight and guidance for payroll, benefits, and compensation administration, in collaboration with the HRBP – Payroll & Benefits.
• Review and audit payroll processing to ensure accuracy, compliance, and consistency.
• Serve as a knowledgeable backup for payroll processing as needed, without serving as the primary processor.
• Other duties as assigned

Qualifications & Requirements

• 5+ years of progressive HR generalist experience, including experience leading or supervising HR staff.
• Demonstrated ability to lead with empathy, integrity, and accountability, and sound judgment.
• Strong working knowledge of multi-state employment law and HR compliance.
• Proven experience leading full cycle recruiting.
• Experience supporting compensation, benefits, and payroll functions.
• Strong technical aptitude with HRIS platforms (UKG preferred) and reporting tools.
• Ability to understand the bigger picture while executing effectively at a tactical level.
• Proven ability to manage change, growth, and organizational transitions.
• Ability to balance business needs with employee experience and well-being.
• Excellent interpersonal, communication, and relationship-building skills.
• Alignment with and ability to support an organizational culture centered on faith, family, work, and core values.

Success in This Role Looks Like

• Consistent, compliant, and well-run HR operations with minimal disruption.
• High levels of trust from leaders and employees.
• A confident, capable HR team operating with clarity and accountability.
• Scalable systems and processes that support organizational growth.
• Organizational values lived out in practical, professional, and inclusive ways.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.